LEADER AS CHANGE AGENT…
LEADING ORGANIZATIONAL TRANSITIONS:
How
to Gain Buy-In and See Results in Half the Time
Failure to plan for the emotional side of change is the
surest way to sabotage the process, extending the time
it takes for people to buy in and become productive
again. Whether the experience is a new manager, a
merger, a downsizing, a restructuring, or simply a new
way of doing things – it is the people who must
implement the change. The feelings of loss, anger,
anxiety, fear, depression, and, yes, grief all impact
their abilities to commit and follow through with
action. These in turn are significantly influenced by
the way the leader introduces the new ideas, helps them
understand the purpose of the changes, involves them in
the planning, and demonstrates care for their confusion
and distress.
This must-have leadership workshop provides the
transition management skills that save time, headaches,
and money when change is underway. Participants will:
-
learn why distinguishing between “change” and
“transition” can make or break a project;
-
learn how to minimize resistance before it sabotages
successful change;
-
understand the most common disruptive emotions that
plague people after setbacks and how to deal with
them;
-
be able to “diagnose” the transition stage currently
being experienced by teams and individuals;
-
choose the leadership strategies that work best at
each transition stage to increase morale, maintain
productivity, and speed acceptance.
